Here's how you can maximize the benefits of timely feedback.

Encourage your team to embrace feedback as a chance to grow, not as criticism. This openness allows timely feedback to be received positively. By fostering a culture of honest dialogue, you address issues promptly and reinforce positive behaviors. Let's grow together.

An environment where constructive feedback is given, allows the free flow of creativity and ideas. As a student, I have learned in the groups I belong to (for projects and assignments) that value must be placed on feedback, or progress becomes hard. Allowing openness and contributions, and hearing team members' perspectives can make you see things in a different light and might lead to that "eureka" moment you never expected. Teamwork is key. Feedback makes teamwork work!

Openness to accept and share brings the team members close to each other. Encouraging feedback culture in the organisation is very important. A culture where everyone feels valued, heard and belonged. This all helps to address the issues and prepare an environment of positive behaviours.

In my experience, both as a person taking feedback and while being the one giving feedback, I have realized the below areas should be considered to make it effective - 1. Be prepared- One should be prepared with all the facts and figures while providing feedback so that the receiver is able to relate. 2. Honest and Transparent- A communication will most of the time be effective when it is honest and transparent. 3. Make it a 2 way communication- The feedback structure should not be made a hard 1 way communication. 4. Follow up- Make sure to follow up on the feedback- progress/ status after a stipulated time and schedule a discussion meet. 5. Create the environment- The right environment will help in taking the feedback constructively.

Feedback needs to be specific based on the job and task(s) to be performed. This is includes interactions, results and customer follow up. Honest feedback and followup helps the employee to see themselves from the customer & co-workers perspective. Allowing the employee to reflect and express what they should do in order to deliver excellence.’ Performance expectations are based on not only the task or assignment but interactions, results and follow up. This gives the employee to see their performance & interactions from others perspectives (co-workers & clients) not just their managers opinions.

To be specific and maximize the benefit of timely feedback, focus on the behavior or outcome you're addressing. Provide concrete examples and observations, highlighting what was done well and where there's room for improvement. Use descriptive language and avoid generalizations. Additionally, tie feedback to goals or expectations, making it clear how actions align with organizational objectives. This specificity helps individuals understand exactly what they need to do to improve and reinforces positive behaviors.

Instead of just saying "well done" or "great work", it is important that you highlight the specific strengths. For example, 'I liked the way you structured your presentation' or 'Your writing style is clear and concise.' Then, offer specific suggestions for improvement, such as 'In the future, you could consider adding more data to support your claims' or 'It might be helpful to proofread your work more carefully before submitting it.' This way, the recipient will know exactly what they are doing well and what they can improve on.

When giving feedback managers should focus on the behaviour the employee is displaying and the effect it is having. Managers should give specific examples and reinforce what is going well and what they want the employee to continue to do and where change is required give redirect the employee to do something differently. They should allow the employee an opportunity to respond and agree together what support or action is needed to make it happen.

Ensure feedback is balanced. (Balance Positives and Negatives) Recognize achievements while also addressing areas for improvement, such as, “Your leadership during the project was commendable, but let’s work on enhancing your delegation skills to improve team efficiency.”

When giving feedback, it’s crucial to approach it as an opportunity for growth rather than a session of criticism. Remember, people in glass houses shouldn't throw stones. Frame your feedback in a way that shows you’re invested in the recipient's development and genuinely care about their progression, not just pointing out flaws. This method ensures they understand the purpose behind your observations and how it can improve their interactions and performance. Highlighting growth potential in feedback not only motivates but also fosters a supportive and forward-thinking workplace environment.

Providing effective feedback is key to fostering growth and development. I believe in starting with positive reinforcement and recognizing strengths and achievements before gently exploring areas for improvement. It's about offering constructive suggestions, support, and resources to aid personal and professional growth. Encouraging self-reflection and goal-setting is vital, all while maintaining an ongoing, positive dialogue. Together, let's foster a culture of continuous improvement and empowerment.

Yes, view feedback as a gift of growth. Embrace it with humility, curiosity, and a commitment to continuous improvement. By doing so, watch how it elevates your skills and connections at work. ?? It's a pathway to progress.

That’s so important. Often the time when people give feedback, they fixate on what went wrong instead of focusing on growth and what can be done better next time.

To maximize the benefits of timely feedback, ensure it is specific, actionable, and given soon after the observed behavior. Encourage a two-way dialogue to clarify and understand the feedback better, and follow up to track progress and improvements.

My former General Manager who comes from a big four sales background, always said "time kills deals" and this applies as much to the recruitment process. One must strike whilst the iron is hot!

If there's one thing about providing feedback, it's do not delay. This stuff does not age like fine wine, and the closer in time you are to the specific behavior needing addressed, the more effective it will be. Find a private spot and have a conversation as quickly as possible. Avoid the "Remember three weeks ago when you said XYZ in a meeting?" It'll be hard for your recipient to remember, let alone be able to fix it.

While timely feedback is important it is also critical to read the situation before providing the feedback and allow this to help shape the conversation. If you’re delivering tough feedback, often the conversation can be started with- let’s reflect on the last meeting. What do you think worked well and what areas do you think would you address differently. This can help drive reflection and open the conversation to dialogue versus just coaching.

Timely feedback helps to take right and corrective decisions which certainly impacts on the expected outcomes. Management needs the value of each team member and should give the freedom of giving feedback. We can do miracles if we value each other and our feedback.

Feedback which is provided on a timely matter is important as it helps employees make timely improvements, course corrections and prevents issues from escalating. Communication should be timely, ongoing, formative, actionable, and consistent. This form of feedback builds open and honest communication and builds for a stronger team.

Ensure all voices are heard. So be intentional about asking individuals that aren’t the first to speak up. Don’t confuse the loudest voice with the best voice to speak on the topic. Encourage others to disagree by explicitly saying you don’t have to agree with me. Ask often - does anyone have a different opinion or think we are missing a point of view. Ask others to bring in others to sharing so that you don’t own all the seeking but it’s a team norm to foster dialogue.

Fostering an open culture of dialogue which values honesty and transparency is crucial for a successful feedback mechanism. Encourage employees at all levels to voice their opinions and concerns, and to give and receive feedback openly without fear of negative consequences.

Feedback isn’t just a one-way street. Encouraging open dialogue turns feedback into a two-way exchange that fosters understanding and growth. Here are a couple of tips to get the conversation flowing: - Ask Open-Ended Questions: Instead of just giving feedback, ask for the other person's perspective. Questions like "How do you feel about this approach?" or "What challenges did you face?" invite discussion and deeper insights. - Active Listening: Show that you value their input by truly listening. Nodding, summarizing their points, and asking follow-up questions can make the conversation more engaging and productive.

80% listener, 20% talker, is my goal for myself. I encourage everyone to offer to, and actively, listen, without interruption or judgement. When people listen objectively, think before they respond, seek clarification, and have a mutually shared goal of deeper understanding, new perspectives are accepted and appreciated and open dialogue becomes second nature.

Make feedback a two-way conversation. Invite questions, reactions and ideas from the recipient. Dialogue leads to better understanding and commitment to improvement.

Evaluation of feedback process helps to identify how successful the process was and enable one to identify areas for improvement

Following up on feedback is crucial to ensure that improvements are made, and goals are met. It's a continuous process that leads to excellence in the kitchen.

Feedback without follow up is a waste of time and energy. You can easly loose stakeholders respect and trust by not taking feedbacks seriously and building improvements upon.

Taking timely follow up is always a good way in not just regenerating the dead lead but also helps you build personal repo with the client. Never be afraid to take a follow up because either you don't get an answer, or you get a bad word to hear or you earn a new client for lifetime who will thank you for recalling him/her your offering who probably missed referring you!

Providing timely feedback is crucial, but it's equally important to schedule follow-up discussions to review progress and address any ongoing concerns. This step shows your dedication to the employee's growth and ensures that the feedback leads to tangible change. Regular check-ins are key to maintaining momentum and reinforcing that feedback is an integral part of the workplace culture. By following up consistently, you demonstrate that feedback is not just a one-time event but an ongoing process that drives continuous improvement.

Consider integrating feedback into a structured development plan. Along with providing timely feedback, establish clear, achievable goals and create a roadmap for professional growth. This ensures that feedback is not just an isolated event but part of a continuous improvement process. Additionally, provide resources and support, such as training sessions or mentorship programs, to help employees act on the feedback. By embedding feedback within a broader developmental framework, you reinforce its importance and make it a cornerstone of your organizational culture, driving sustained employee engagement and growth.

Receiving constructive feedback is an inherently threatening experience for the brain for many people. To make feedback a useful and effective experience, it is crucial to frame the conversation in a way that makes it easier for a person to process the feedback and, importantly act on it. Taking a coaching approach to get people to come to their own insights and ideas about what they think they could do better or differently is a good way to achieve this. And if you can get to a place where people proactively ask for feedback, this is even better to maximise its benefits for growth and development.

Giving feedback is a coach's coach. For the development of people from feedback, it is appropriate to use a suitable option. You should definitely not wait until the end of the work to give feedback. Reactions are of primary importance because there is less time for correction in deviating from the criteria. Feedback should start by providing valuable points that create and do, and continue to send a frequency that is compassionate feedback that is passionate about the individual's development. It is very important to listen to the feedback because there may be points that we find and solve that are not intended.

Prompt Delivery: Give feedback as soon as possible after the observed behavior or event. This ensures that the context is fresh in the minds of both the giver and the receiver, making the feedback more relevant and impactful. Constructive Tone: Frame feedback positively and constructively. Even when addressing areas for improvement, focusing on solutions and potential for growth encourages a more receptive and motivated response.

One thing that has helped me is to keep a notes pointers of a feedback page for every reportee through the year. This can be used to give both instant and annual feedbacks